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HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

As I travel around the country working with top companies, this is what they are saying:

  • We can’t find talent.
  • We can’t keep talent.
  • We can’t keep talent engaged.

It doesn’t have to be that way for you. Since the publication of my book, Talent Magnetism, I’ve uncovered even more ways to attract top talent that will stick around. I’m sharing a few of those ideas here. I’m happy to schedule time for a brief call or visit to discuss how you can build a workplace that attracts and keeps the best. Reach out to me at Roberta@matusonconsulting.com or call me at 413-582-1840.

Five Reasons Why You Should Hire The Underemployed

Most people that attend college don’t do so with the idea that they’ll find themselves underemployed. However, this is exactly what has occurred as a result of the recession. Here are five reasons why these people are exactly what your organization needs, and why you should go after them before your competitors do.

  1. Someone else has broken them in. Fresh grads certainly have enthusiasm on their side. They also have a fair bit of cluelessness. The idea of getting up every day at 6:00 AM to make it to work on time is fairly new to them. They often lack the social skills that one acquires after being on the job for a while, such as no texting while dining with the boss or a client.

    Employers other than you are breaking in the underemployed, and on someone else’s dime. By the time you hire them, they are well on their way to adapting to the work world.

  2. Their egos are in check. It takes a lot of guts to admit that you aren’t as marketable as you thought you were. When accepting a position where you are underemployed, you have to set aside your ego while serving or waiting on peers who appear to be gainfully employed. You quickly realize that doing a good job is just as important as going through the motions of having a job. There is nowhere else you can get this type of reality check.

  3. They’ll do whatever is asked of them. Some recent grads who have been fortunate enough to come out of school with a job in hand have an entitlement mentality. Most aren’t accustomed to doing their own laundry or mowing the lawn, which means they certainly aren’t going to be thrilled when you assign them a task that appears to be below their SAT score.

    Compare this to the mentality of the underemployed. Most would be thrilled to work in a firm where their education and skills can be applied daily. Performing tasks that are outside their job descriptions are not even given a second thought.

  4. They are more loyal. If you are fortunate enough to capture one of the underemployed, they will forever be grateful for the opportunity that you have just presented to them. Compare this to those workers who make you feel like they are doing you a favor by sticking around for a few months.

  5. Their enthusiasm is contagious. Most of us have had summer jobs that are similar to the jobs that the underemployed are now holding. Can you recall how excited you were when you finally landed a job where you no longer came home smelling like a grease pit? I can! There wasn’t anything that I wouldn’t do for my new employer, for fear I might wind up behind the counter again, slinging steaks.

    The underemployed will enter your workplace with stories of what life is like on the other side of the employment line, which will help to quell any moaning or groaning that may be going on with your current staff. Life at the office will be great again when you hear your new hires ask, “How can I be of help to you today?”

© 2015 Matuson Consulting. All Rights Reserved.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Are you running a business or an employment agency? If you are holding on to people who should have been gone a long time ago, then you’ve become an employment agency. Spring is the perfect time to clean house and let fresh air in again.

Who is Training Whom?

Our eighteen-month-old Westie, Trevor, knows what he wants. Trevor likes to rise at 1:30 AM and howl at the moon. He doesn’t stop until he is on a moonlit stroll with his master. Thankfully, this is my husband’s dog, which I remind him each time Trevor howls. I’d say he has my husband well-trained.

In many organizations, the staff also has the leadership well-trained. When there is discomfort, someone on the team howls until management takes notice. Are you jumping every time someone makes noise, or are you stepping back and allowing the team to settle down on their own?

New Offering For My Best Clients! Executive Force Field Summit

Companies are in desperate need of talent. Do you know where they’re getting it? They’re blatantly STEALING it from companies like yours! And up until now, there’s been nothing that you could do about it.

In a recent poll, 64% of survey participants said that within the last twelve months they were approached either directly or indirectly about a job opportunity from one of their main competitors. Sixty-four percent!!! They’re sucking the lifeblood right out your organization, and most companies aren’t doing a single thing about it. Even worse - most aren’t even aware it’s happening! It shouldn’t be this way. What if you could create a force field around your organization that prevents others from pulling out your superstars?

Today I’m introducing The Executive Force Field Summit. This new offering will be delivered in the form of a private, half-day, on-site summit for executives and their teams. We will work to understand the true financial impact that unwanted employee turnover is having on their business, as well as what they can do to prevent their people from being poached.

This program is for those who are serious about employee and talent retention. You and your team will work together to build a force field around your organization to prevent talent from being whisked away. Together, we’ll identify the black holes where talent may be seeping out of your business, and close the gap on areas where your company is most vulnerable. Included will be tactics and strategies that you can instantly implement to increase the magnetism needed to attract and retain the best.

I’m only doing this for a select number of organizations. Will yours be one of them? Contact me at 413-582-1840 or at Roberta@matusonconsulting.com for details and to schedule a date.

Share This Newsletter

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-582-1840 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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“Your work with my senior group exceeded my expectations. I've never seen anything like it. We are now going gangbusters, and the team is really working together. Fantastic job."

Ronald P. Bryant
President and CEO
Noble Hospital

“Roberta has proven to be a trusted advisor and I wouldn’t hesitate to recommend her to other CEOs who are looking to accelerate the speed and quality of decision-making."

Tom Hopcroft
President & CEO
Mass Leadership Technology Council

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Visit Roberta Online:

Email: Roberta@MatusonConsulting.com
Tel: 413.582.1840 | Fax: 413.582.7111

© 2015 Matuson Consulting. All Rights Reserved.